Hiring Reset

Your recruiting process was built for a company you used to be.

Chasing feedback. Chasing approvals. Moving the same information between tools. I work with your team to fix what’s holding up live roles and give recruiters time to recruit.

Jackye Clayton · Former VP of Talent Acquisition and DEIB at Textio

Talk through your hiring bottleneck

Sound familiar?

A req needs four approvals before anyone can post it.

Round five asks the same questions as round two.

Recruiters copy candidate notes from one system into another by hand.

Hiring managers start separate searches, and recruiting finds out after candidates are already interviewing.

Someone bought an AI tool last year. Nobody can say what it changed or who checks its work.

Leadership asks why time to fill went up. The answer takes three days to pull.

What’s actually going on

Nothing broke all at once. Every year added a step, a tool, or an approval. Nobody took any away.

Your recruiters are running a process designed for a different company and a different market, and spending their days keeping it moving.

What an eight-week engagement can cover

We agree on scope, priorities and responsibilities before the engagement begins.

We start with one team, role family, or hiring bottleneck. Make the changes, measure what happens, then decide where to go next.

Weeks 1 to 2: Find out what each step proves.

We map every step, tool, and approval from req to offer within the agreed scope. What purpose does it serve? What does it cost in time? Where do candidates wait or drop out?

We record the starting numbers and choose three measures tied to the problem, such as time waiting for feedback, days between stages, or hours spent entering the same information twice.

Weeks 3 to 5: Fix and test on live roles.

Remove unnecessary steps and add what’s missing. Rebuild scorecards and the interview loop. Give each decision a clear owner. Agree on where AI can help and who checks its work. Changes go live on the agreed pilot roles as soon as they’re ready.

Weeks 6 to 8: Measure, adjust, hand off.

We compare results with the starting point, adjust what isn’t working, and train the team on the revised process.

You get a keep, fix, or replace recommendation for the tools in scope, reporting your team can maintain, and a clear account of what improved and what needs more time to assess.

What your team keeps

  • Fewer unnecessary steps and a clear owner for every decision
  • Interview loops and scorecards managers know how to use
  • A tools recommendation with the costs and tradeoffs of each option
  • Rules for AI use, with a named owner responsible for checking the work
  • Three useful measures your team can track
  • Evidence of what changed and a clear next step

This is for you if

  • You have an established recruiting team and hiring keeps getting slower.
  • Recruiters spend more time on administration than with candidates.
  • You want to test improvements with one team before changing everything.

This isn’t for you if

  • You want a new ATS selected without examining the process around it.

Questions

Decide which steps earn their place. Cut the rest.

Not sure yet? Take the five minute check.

Talk through your hiring bottleneck